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Social perception (or interpersonal perception) is the study of how people form impressions of and make inferences about other people as sovereign personalities. [1] Social perception refers to identifying and utilizing social cues to make judgments about social roles, rules, relationships, context, or the characteristics (e.g., trustworthiness) of others.
Following from that, Beauchamp et al. conclude that the left STS is crucial for the audiovisual integration and thus for the perception of the McGurk effect. Moreover, another study [10] suggests that the basis of the interindividual differences in the perception of McGurk effect lies in the eye movements of the subject when viewing the talker ...
Interpersonal perception is an area of research in social psychology which examines the beliefs that interacting people have about each other. This area differs from social cognition and person perception by being interpersonal rather than intrapersonal, and thus requiring the interaction of at least two actual people. [ 1 ]
[10] [11] In the social perception field, IPA is mostly conceptualized as a skill as it increases during childhood and adolescence, continues to change across adulthood, and can be trained. [12] [13] [14] When averaged across people, group comparisons can be made (e.g., gender differences or cultural comparisons).
Interpersonal relationships develop in a generally systematic and predictable manner. This assumption indicates the predictability of relationship development. Although it is impossible to foresee the exact and precise path of relational development, there is a certain trajectory to follow.
Interpersonal dynamics of the self-serving bias in the previous section have implications for attributions for outcomes in the workplace. In an investigation of group dynamics, virtual group members had to complete a decision-making task via computer-mediated communication. Results showed that the self-serving bias was present in negative ...
In the traditional workplace, where many traditional roles as masculinized, [18] Expectation states theory suggests this would form the basis for gendered inequality. In the workplace, another clear example of the applicability of expectation states theory is in predicting backlash against female leaders in an organization.
Impression management strategies employed in the workplace also involve deception, and the ability to recognize deceptive acts impacts the supervisor-subordinate relationship as well as coworker relationships. [67] When it comes to workplace behaviors, ingratiation is the major focus of impression management research. [68]